Nina presented the Gender Equality Indicators (see Power Point document in MP and on the Gender Equity Group web page).
The Speedometer tells the balance in the different categories. There is also a table with figures where the red dot marks gender imbalance. The indicator was not updated with the latest figures for some time, but this update work in now underway.
Michael Thuné came up with the idea of creating the gender equality indicators in 2003 with the central equality committee. UU is the first and probably only one with gender equality indicators among the FESTA members and it impresses the other members and other countries (especially Japan). Something similar has existed but they were not as good as this.
Good to know: We consider it to be a good gender balance when there is 40-60 split. Does not have to be 50-50.
According to gender plan: How should we use it, in what way, which should we use, we must decide today.
Why do we need the indicators? To get an idea of where to start in the gender work, to facilitate, to measure, support priorities, etc. The indicators does not take care of the difficult parts in equity work, but can make this work easier.
Discussion:
Can we use them in the action plan and how. It is already used but not stated that we use them in the action plan. We should concentrate to the two problems we mentioned in the plan; positions and work environment for female PhD-stud., and find out why do the values look like they do.
See a problem and dive into the figures and see the cause to it, identify an issue and think of a way to solve it. Such as the problem of higher sick leave for female PhD-students. Identify problems in the work environment that might be a cause for higher sick leave for female PhD-students. Distribute results to heads of division.
In teaching and students: Powerful socialization processes. Unhealthy work environment.
In research: Bias and subjectivity in appointment and funding. Competition, networking and marginalization.
The best way to be a supervisor in a gender aware-way, how is best to distribute funding etc.
We could discuss in the IT-department: what do we mean with gender equality in the IT-department. What would the term mean to us?
Retention and recruitment of female is one target. It’s a too long process to change imbalance at the professor level, better to raise awareness in the whole department.
• Åsa will go through the numbers behind the indicators, to include in the next plan. See the factors. Who will join her in the work?
• Tilda will organize inspiration days for students again (for those who already have applied to studies at the IT). But she actually wants to meet them earlier, before they apply (during gymnasiet or even before that).
• Anne: We need to look at drop-out statistics? Figures drops from Grundnivå to Avancerad (old figures) by 5% in GLIS. Roland Bol can provide numbers showing drop-out students. Åsa will ask him.
• WomEncourage : Åsa will have workshops for 9-12 years girls.
• We can have another area for proposals: Funds for events for children.

2. Miscellaneous
• Deadline for applications to gender funds postponed 21/4
• The Gender Equity Group in MP-How to use it. Next week we discuss this. Application will be posted in MP as soon as they arrive and questions may be posted there.
• Using educTION Case Studies May 2015?
• Seminar; Excellens 17/4 Open invitation
• The Application: Limit 2 month salary. We will look at it and improve.
• Female work environment: result presented.
If we get many applications, we need to extend the meetings with one hour, if there are few application we will have one hour.
Next meeting 29/4 two hours long:
• Applications discussion
• Visiting female researcher & gender related education.
• Works related to work environment for female phd-students